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14300.7 - General Recording Criteria

14300.7(b)(3) - Days Away Cases

If an employee becomes ill on Friday and returns to work on Monday (and was not scheduled to work the weekend) count the weekend only if a physician (or other licensed health care professional) indicates that the employee should not have worked those days.

If an injury or illness occurs the day before scheduled time off (e.g., holiday, a planned vacation, temporary plant closing) count the days of scheduled time off only if a medical opinion indicates that the employee should not have worked those days.

If a licensed health care professional recommends that the employee:

stay home but they come to work anyway, count of the days away from work in the recommendation and record them on the Cal/OSHA log 300.

return to work but they stay home, end the count of days away from work on the date the recommendation states the employee should return to work.

If two or more recommendations from licensed health care professionals exist, make a decision on which is the most authoritative and record the days away from work based on that recommendation.

If employee leaves the company due to:

retirement or a reason unrelated to the injury or illness,
stop day away from work count.

an injury or illness which occurred at the work site, estimate the total number of days away from work.

If a case occurs in one year but results in days away during the next calendar year, record the injury or illness once:

count the number of calendar days away for the year when the injury or illness occurred

for the annual summary, if the employee is still away, estimate the total number of calendar days you expect the employee to be away:

use this number to calculate the total for the annual summary
and

update the initial log entry later when the day count is known or reaches the 180-day cap

14300.7(b)(4) - Restricted Work

Count each partial day of work as a day of restriction except the day when the injury or illness began.

Production of fewer goods or services is not considered restricted work activity if employee can perform all
the routine functions of the job

If the licensed health care professional’s recommendations are vague, ask the
health care professional if the employee can :

perform all routine job functions, and

work the full assigned work shift.

Then, record the injury/illness as a restricted work case if :

the answer to either question above is no, or

no clarifying information can be obtained from the
health care professional.